Why Hiring Remotely?
A remote employee is someone you hire online to provide a service to you or your company remotely. You can hire them to do pretty much anything: develop software, create digital marketing campaigns and even become your permanent virtual assistant.
Hiring remote employees comes with its own set of challenges, but there are still lots of ways to find and hire the best possible team members for your company. But hiring remote employees needs a different approach. You’re not just looking for the right job skills, but also for the overall suitability in a remote working environment. Finding and hiring the perfect person for any open position is difficult.
Since your company is adding new remote workers to your workforce, and the location is not an issue, it behooves you to consider hiring foreign employees. Remote employees if managed and fostered correctly, can also create more inclusivity and loyalty within your team and internationalize your business at an earlier stage. Hiring foreign employees provides a host of benefits for expanding businesses seeking to attract new customers, reduce labor costs, and test new products and services. Your company can enter new international markets, access a larger talent pool, and save on talent costs by hiring overseas.
The hiring process can be stressful enough in person and even more difficult in a remote setting. If you plan to hire remote workers for your team, here are some steps which anyone can follow:
Revamp your job description: List the skills you need in a good remote employee. One of the biggest advantages of hiring remote workers is that you have a much bigger pool of applicants to choose from. Having a detailed, quality job post is an incredibly important component of finding possible hires. You’ll know when the front door to your hiring process is too simple: you’ll get too many low-quality applicants making submissions. The important thing to keep in mind is that you can always add additional requirements to increase applicant quality.
Remote positions are in high demand, but just the fact that a person can work from home isn’t enough to attract the best candidates. Working from home is common now. You need to offer something more.
A job posting is an advertisement. Share the best things about your company so that applicants are enthusiastic about the idea of working for you. Hiring for a remote team essentially means hiring for a certain set of skills needed to excel at remote working.
Experience And Soft Skills: As you are shifting through job applications, you might first look at an applicant’s experience. However, you might also want to consider their past work experience and their soft skills. In addition to the hard skills and experience, it’s crucial to interpret their soft skills and how they might fit in with the company culture.
Assignment: One of the best ways to determine how well a candidate fits your operations is by giving them a trial assignment. Design a test that simulates a work-related task. To do so, have them schedule an interview and request a small task beforehand. This can be as simple as completing a personality quiz or any job that will give you more in-depth insights into selecting the best candidates.
Communicate personally: Remote employees don’t have to be Hemingway, but they should be able to communicate clearly and effectively in written and oral formats. Confusing messages or a consistently poor choice of words are indications that this candidate may not have top-notch communication skills. Even with virtual hiring, it’s still important to communicate personally with your candidate. You can tell a lot about a person based on their manners, way of speaking, posture, and more.
Use The Right Tools: With a good project management tool, you can easily keep track of your projects and any changes that your virtual employees have made.
Often, remote teams will fly in to meet each other specifically for whiteboarding and deep, creative, project collaboration. This can make the whole process a huge pain, and lead to key discussions getting put off longer than they should.
Fortunately, there are a lot of tools that help make this process easier. After their answers, be objective about the quality of their answers.
Interview: The etiquette for video interviews is to use your computer with a webcam, not your phone. Interviewing from your phone makes it seem like you’re either in a hurry or not taking this call seriously. A little awareness goes a long way. If you get the feeling that someone lacks confidence or isn’t presenting themselves well, consider if the video itself might be a factor.
As for interview questions, consider asking potential remote hires some or all of the following:
- Why do you want to work from home?
- What kind of remote working experience do you have?
- Do you have access to a reliable internet connection?
- If you haven’t worked remotely before, what challenges do you expect to face?
- If you have worked remotely before, what did you like and dislike about it?
- How do you communicate with your employer/team?
- What kind of team-working software do you use?
Whether you need to find talented people for remote roles or onsite positions, talent acquisition still comes down to finding, identifying, and hiring candidates you trust. You can be optimistic about how remote workers will positively affect your bottom line. You can also look forward to the fact that your workforce of the future will be happier and more successful. The process for how to hire remote workers is likely different from what you may have done in the past to hire on-site team members. You will need to adjust your onboarding process for these workers, too. But overall, your hiring goals are the same. You want to recruit talented workers with the skills, attributes, experience, and positive attitude to do their job well and add value to your organization. You also want to make sure they are set up for success.